Dress

Inclement Weather and Unscheduled Closing

Occasionally the FFPLTC will be closed due to inclement weather or maintenance issues. If the decision is made to close the FFPLTC, FFPLTC Staff scheduled to work that shift will be paid. FFPLTC Staff will not be paid should they be unable to reach the FFPLTC due to inclement weather when the FFPLTC is open.

When weather deteriorates or a maintenance issues occurs during the workday that requires the FFPLTC to close, FFPLTC Staff sent home will be paid for the remainder of their shift.

Complaints

Situations may occur where an employee believes that the fair and consistent application of a policy affecting him or her has not been followed. A complaint is defined as a claim that the FFPLTC has violated a published policy in the manner in which an employee was treated.

Every effort shall be made to address the complaint fairly and promptly in the following manner:

Informal Step

In many cases, disputes over the application or interpretation of policy can be resolved through a discussion between the employee and the CEO. The employee should promptly bring the matter to the attention of the CEO, explaining the nature of the problem and the relief sought.

A verbal response will be given in five business days. A written record of the response will be prepared.

Formal Step

If the matter is not resolved by the Informal Step, the employee may proceed by submitting a written statement to the CEO within 5 days of receiving the verbal response for the Informal Step.

This statement should outline the relevant facts that form the basis of the complaint, indicating the policy that has allegedly been violated and stating the resolution sought.

Upon the receipt of the written complaint, the CEO will investigate and provide the employee with a written decision within 10 working days.

Appeal

If the employee is unsatisfied with the response from the CEO, the employee can submit a written request to the FFPL Board Chair for a hearing before an appeal committee of the FFPL Board.

A three-member committee of the FFPL Board will hear the complaint and provide a written recommendation to the CEO based on stipulated facts and evidence presented at the hearing.

The written recommendation will be reported to the CEO within 20 working days after the conclusion of the hearing.

The FFPL Board’s decision will be final and will be provided to the employee in writing through the CEO.

Conflict of Interest

Conflict of interest is defined as a conflict between a FFPLTC Staff member’s personal interest and his or her role with the FFPLTC as a publicly funded employee. It generally arises when an individual has the opportunity to influence decisions in ways that could lead to personal benefit or advantage.

Conflict of interest may exist when a monetary gain has been or may be conferred on an individual and includes both actual and perceived conflicts.

Conflict includes any social, professional, personal or organizational affiliation that is so substantial as to interfere or appear to interfere with a FFPLTC Staff member’s responsibility to the FFPLTC.

A FFPLTC Staff member is required to disclose to the CEO, as soon as it arises, circumstances that may represent an actual, perceived or potential conflict of interest.

Resignations

Termination

The FFPLTC values a secure employment relationship with FFPLTC Staff. However, in circumstances where this relationship must be terminated, the FFPLTC provides fair and reasonable treatment in accordance with the Employment Standards Act.